Statement of Organization, Functions, and Delegations of Authority, 28811-28813 [2010-12347]
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Federal Register / Vol. 75, No. 99 / Monday, May 24, 2010 / Notices
DEPARTMENT OF HEALTH AND
HUMAN SERVICES
National Institutes of Health
Office of Biotechnology Activities;
Recombinant DNA Research:
Proposed Actions Under the NIH
Guidelines for Research Involving
Recombinant DNA Molecules (NIH
Guidelines)
ACTION: Notice of consideration of a
proposed action under Section III–A–1
of the NIH Guidelines.
The NIH Guidelines requires
certain recombinant research to be
reviewed by the NIH Recombinant DNA
Advisory Committee and approved by
the NIH Director (Section III–A–1). Such
research involves the introduction of
drug resistance into a microorganism if
the introduction of that drug resistance
trait can compromise the ability to treat
disease caused by the microorganism in
humans, animals or agriculture. In order
to meet the threshold for consideration
under Section III–A–1, the
microorganism must be able to cause
disease in humans, animals or
agriculture.
A proposal to deliberately transfer a
chloramphenicol resistance trait into an
attenuated strain (CO92 lcr-) of Yersinia
pestis has been submitted to the NIH
Office of Biotechnology Activities
(OBA) by the Institutional Biosafety
Committee at Lawrence Livermore
National Laboratory (LLNL). Treatment
guidelines recommend streptomycin as
the first-line antibiotic for treatment of
disease caused by wild type Y. pestis,
and gentamicin is recommended when
streptomycin is not available.
Doxycycline and chloramphenicol are
also effective and ciprofloxacin is
recommended as prophylaxis and has
been shown to treat disease in animal
models. The LLNL investigators will be
using Y. pestis CO92 lcr- strains that
have already been made resistant to
ciprofloxacin or doxycycline through
exposure of these attenuated strains to
these antibiotics. The proposed research
involves the addition of
chloramphenicol resistance into these
strains, thereby creating lcr- Y. pestis
strains that are resistant to multiple
antibiotics used to treat disease caused
by this organism.
A fundamental question with respect
to this line of proposed research is
whether this specific strain (lcr-) has the
ability to cause disease in humans and
therefore should be subject to Section
III–A–1 of the NIH Guidelines. While
there is evidence that the strain is
attenuated, this does not necessarily
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mean the strain is avirulent, and the
RAC will review the evidence regarding
the ability of this strain to cause disease.
The recent death of a researcher at the
University of Chicago while working
with an attenuated strain of Yersinia
pestis highlights that attenuated strains
may be pathogenic in certain
populations. If a determination is made
that that lcr- strains do pose a potential
public health risk, then these
experiments will be considered at this
meeting under Section III–A–1 of the
NIH Guidelines. A recommendation will
then be made as to whether this
research should be allowed to proceed
and, if so, under what containment
conditions.
The RAC will review of this proposed
work at its June 16–17, 2010 meeting,
which will be held at the Hilton
Washington DC/Rockville Hotel 1750
Rockville Pike, Rockville, MD and is
open to the public. The public may also
submit written comments.
DATES: The public is encouraged to
submit written comments on this
proposed action. Comments may be
submitted to the OBA in paper or
electronic form at the OBA mailing, fax,
and e-mail addresses shown below
under the heading FOR FURTHER
INFORMATION CONTACT. All comments
should be submitted by June 10, 2010.
All written comments received in
response to this notice will be available
for public inspection in the NIH OBA
office, 6705 Rockledge Drive, Suite 750,
MSC 7985, Bethesda, MD 20892–7985,
(Phone: 301–496–9838) weekdays
between the hours of 8:30 a.m. and
5 p.m.
FOR FURTHER INFORMATION CONTACT:
Contact OBA by e-mail at
oba@od.nih.gov, or telephone at 301–
496–9838, if you have questions, or
require additional information about
this line of research. For additional
information about the RAC meeting at
which this line of research will be
discussed, please visit the NIH OBA
Web site at: https://oba.od.nih.gov/oba/
index.html.
SUPPLEMENTARY INFORMATION: Yersinia
pestis is the causative organism for
plague and it regulated by the
Department of Health and Human
Services (HHS) as a Select Agent
pursuant to the Select Agent
Regulations (42 CFR part 73). There are
a number of attenuated strains of
Yersinia pestis that do not contain
certain virulence factors. The strain that
will be used in the proposed research,
Yersinia pestis CO92 lcr-, lacks the
plasmid called pCD1 or the ‘‘low
calcium response-lcr’’ plasmid since it
confers calcium dependence for growth
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28811
at 37° C. Loss of the pCD1 plasmid is
accompanied by a concomitant loss of
virulence as indicated in studies using
several animal models. This strain is
excluded from the HHS list of Select
Biological Agents and Toxins https://
www.selectagents.gov/Select%20
Agents%20and%20Toxins%20
Exclusions.html#hhsAgents.
Additional background information
may be obtained by contacting NIH OBA
via e-mail at oba@od.nih.gov or by going
to the OBA Web site at https://
oba.od.nih.gov/rdna/news_
events_oba.html#RAC.
Dated: May 17, 2010.
Jacqueline Corrigan-Curay,
Acting Director, Office of Biotechnology
Activities, National Institutes of Health.
[FR Doc. 2010–12453 Filed 5–21–10; 8:45 am]
BILLING CODE 4140–01–P
DEPARTMENT OF HEALTH AND
HUMAN SERVICES
Centers for Disease Control and
Prevention
Statement of Organization, Functions,
and Delegations of Authority
Part C (Centers for Disease Control
and Prevention) of the Statement of
Organization, Functions, and
Delegations of Authority of the
Department of Health and Human
Services (45 FR 67772–76, dated
October 14, 1980, and corrected at 45 FR
69296, October 20, 1980, as amended
most recently at 75 FR 2282 1–29, dated
April 30, 2010) is amended to establish
the Human Capital Management Office,
Office of the Chief Operating Officer,
Centers for Disease Control and
Prevention.
Section C–B, Organization and
Functions, is hereby amended as
follows:
After the mission statement for the
Office of Health and Safety (CAJP),
insert the following:
Human Capital Management Office
(CAJQ). (1) Develops goals and
objectives and provides leadership,
policy formation, oversight, and
guidance in program human capital
planning and development; (2) plans,
directs, and manages CDC-wide training
programs; (3) develops, designs, and
implements a comprehensive strategic
human resource leadership and career
management program for all
occupational series throughout CDC; (4)
provides technical assistance in
organizational development, career
management, employee development,
and training; (5) maximizes economies
of scale through systematic planning
E:\FR\FM\24MYN1.SGM
24MYN1
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Federal Register / Vol. 75, No. 99 / Monday, May 24, 2010 / Notices
and evaluation of agency-wide training
initiatives to assist CDC employees in
achieving required competencies; (6)
assists in the definition and analysis of
training needs and develops and
evaluates instructional products
designed to meet those needs; (7) works
with partners, internally and externally,
to develop a strategic vision for the
public health workforce; (8) collaborates
with CDC partners to develop workforce
goals for all of CDC/ATSDR; (9)
provides guidance and oversight to the
Excellence in Learning Council to
coordinate, inform, and share strategic
vision for all of CDC’s Centers/Institute/
Offices (CIOs); (10) conducts internal
succession planning, forecasting
services, and environmental scanning to
ascertain both current and future public
health workforce needs; (11) provides
leadership, oversight, and guidance in
the management and operations of
programs; (12) collaborates as
appropriate, with the CDC Office of the
Director (OD), CIOs, domestic and
international agencies and organizations
and provides a focus for short- and longterm planning within the Human
Capital Management Office (HCMO);
(13) conducts organizational
assessments of CDC/ATSDR to
determine compliance with agency
guidance, regulatory and statutory
requirements of federal human capital
programs and initiatives; (14) conducts
organizational studies of human capital
policies, initiative or procedures as
directed by OPM, HHS, CDC or other
pertinent federal agencies; and (15)
administers, develops policy and
provides oversight of agency individual
learning accounts (ILAs) and individual
development plans (IDPs), performance
management and other human capital
programs.
Office of the Director (CAJQ1). (1)
Provides leadership and overall
direction for HCMO; (2) develops goals
and objectives, and provides leadership,
policy formation, scientific oversight,
and guidance in program planning and
development; (3) plans, coordinates,
and develops research plans for HCMO;
(4) uses modeling and forecasting tools
for workforce planning and decision
making; (5) coordinates all program
reviews; (6) reviews, prepares,
coordinates, and develops proposed
legislation, Congressional testimony,
and briefing materials; (7) assists
programs in establishing performance
metrics and coordinates quarterly
reviews with programs to ascertain
status on meeting of the metrics; (8)
coordinates budget formulation/
negotiation related to program
initiatives and goals management; (9)
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identifies relevant scanning/
benchmarking on workforce and career
development processes, services and
products; (10) provides leadership and
guidance on new developments and
national trends for public health
workforce; (11) establishes policies
governing major learning initiatives and
new learning activities, and works
collaboratively within CDC and other
components in planning, developing
and implementing policies related to
training initiatives, including but not
limited to, ILAs, IDPs, and loan
repayment programs; (12) develops
unified CDC-wide administrative
systems and advocates and supports the
commitment of resources to application
development; (13) coordinates
management information systems and
analyses of data for improved utilization
of resources; and (14) directs systems
analysis and design, programming, and
systems training as it relates to
implementation of new and existing
administrative, management, and
executive information systems.
Planning and Policy Activity
(CAJQ13). (1) Provides leadership,
guidance, and consulting services for
CDC on strategic workforce planning,
performance management, and
organizational development; (2) directs
improvement in human capital
programs with the objectives of
increasing the operational effectiveness
and efficiency of agency human capital
initiatives, mission, goals and
objectives; (3) serves as a bridge
between human capital management
and budgeting and financial
management by using human capital
performance metrics and information to
support budget requests, and
performance results for financial
accountability; (4) assesses the impact of
human capital initiatives; (5) promotes,
supports, and advocates for strategic
human capital management concerns
and initiatives; (6) assesses the
effectiveness of human capital policies
and procedures focused on achieving
organizational outcomes and ensuring
strategic alignment; (7) provides policy
and operational direction to workforce
and career development programs
across CDC; (8) promotes, supports, and
advocates for quality education and
training, workforce diversity, policy,
and other initiatives needed to develop
and maintain a vital public health
workforce and a culture of excellence in
learning; (9) provides a forum for
information exchange among the
workforce and career development
officers, AHRC, CDC/OD, and other
public health workforce development
stakeholders; (10) develops and
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implements administrative policies,
procedures, and operations, as
appropriate for CDC/ATSDR, and
prepares special reports and studies for
the CDC/OD; and (11) provides
guidance and oversight on the
development of policies, procedures
and processes associated with agency
awards.
Human Capital Planning Branch
(CAJQB). (1) Participates with
management in program planning,
policy determination, evaluations,
budget and decisions concerning the
division; (2) works with AHRC, Office of
the Chief Operating Officer, CDC
Excellence in Learning Council,
workforce and career development
officers, and agency managers to carry
out human capital management
planning and development activities; (3)
establishes, coordinates development
and monitors implementation of the
human capital accountability system
framework for management of the
human capital management plan; (4)
ensures strategic alignment with OPM’s
Human Capital Assessment and
Accountability Framework and HHS’
associated procedures and deliverables;
(5) identifies mission-critical
occupations and their associated
competencies to assess potential ‘‘gaps’’
in occupations and competencies that
are essential to CDC achieving its
strategic goals; (6) reports progress in
meeting human capital management
improvement objectives associated with
the President’s Management Agenda
and other related government-wide
human capital initiatives; (7)
coordinates implementation of a
succession plan for key leadership and
technical positions with an emphasis on
mission-critical occupations; (8)
develops an agency-wide strategic
hiring plan that includes recruitment
and retention strategies to facilitate
hiring members of under-represented
groups and those with the requisite
professional/scientific skills for closing
occupational series and/or competency
gaps in the workforce; and (9) provides
information on Commissioned Corps
pay, benefits, performance management,
assignments, retirement, etc., to
members of the Corps and CDC
management, and coordinates the
Commissioned Corps promotion and
award programs.
Training and Career Development
Branch (CAJQC). (1) Plans, directs,
implements, supports, and coordinates
the activities of the branch; (2) provides
agency-wide leadership and guidance in
all functional areas related to training
and career development; (3) participates
with management in program planning,
policy determination, evaluations,
E:\FR\FM\24MYN1.SGM
24MYN1
Federal Register / Vol. 75, No. 99 / Monday, May 24, 2010 / Notices
budget and decisions; (4) designs,
develops, implements and evaluates a
comprehensive strategic human
resource leadership and career training
and development program for all
occupational series throughout CDC; (5)
develops and implements training
strategies and activities that contribute
to the agency’s mission, goals and
objectives; (6) maintains employee
training records; (7) maximizes
economies of scale through systematic
planning and evaluation of agency-wide
training initiatives to assist CDC
employees in achieving required
competencies; (8) develops and
validates occupational and functional
competencies and develops related
training plans; (9) develops and
administers intern and professional
development programs, the long-term
training program, and the mentoring
program; (10) administers and monitors
the Training and Learning Management
System for compliance with the
Government Employees Training Act;
(11) conducts training needs assessment
of CDC employees nationwide and
provides analysis and data to correlate
individual training with corporate
strategic plans; (12) develops and
maintains assessment tools to identify
core competency requirements for each
occupational series throughout the
agency; (13) provides consultation,
guidance, and technical assistance to
managers and employees in
organizational development, career
management, employee development,
and training; (14) develops and delivers
education and training programs to meet
the identified needs of the public health
workforce; (15) promotes, develops, and
implements training needs assessment
methodology to establish priorities for
training interventions; (16) collaborates,
as appropriate, with the CDC/OD, other
CIOs, HHS, OPM and other domestic
and international agencies and
organizations; and (17) develops and
implements policies related to employee
training.
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Dated: May 12, 2010.
William P. Nichols,
Chief Operating Officer, Centers for Disease
Control and Prevention.
[FR Doc. 2010–12347 Filed 5–21–10; 8:45 am]
BILLING CODE 4163–18–M
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DEPARTMENT OF HOUSING AND
URBAN DEVELOPMENT
[Docket No. FR–5376–N–41]
Capital Advance Program Submission
Requirements for the Section 202
Supportive Housing for the Elderly and
the Section 811 Supportive Housing
for Persons With Disabilities
AGENCY: Office of the Chief Information
Officer, HUD.
ACTION: Notice.
SUMMARY: The proposed information
collection requirement described below
has been submitted to the Office of
Management and Budget (OMB) for
review, as required by the Paperwork
Reduction Act. The Department is
soliciting public comments on the
subject proposal.
This collection facilitates the
processing of all Sections 202 and 811
capital advance projects from firm
commitment through final closing.
Second, it allows for the collection of
information under the mixed-finance
section of this program so that those
owners who wish to partner with forprofit limited partners can participate in
the development and management of
supportive housing. And lastly, it
allows for the collection of information
to satisfy the reporting requirements for
owners who receive predevelopment
grant funds.
DATES: Comments Due Date: June 23,
2010.
ADDRESSES: Interested persons are
invited to submit comments regarding
this proposal. Comments should refer to
the proposal by name and/or OMB
approval Number (2502–0470) and
should be sent to: HUD Desk Officer,
Office of Management and Budget, New
Executive Office Building, Washington,
DC 20503; fax: 202–395–5806.
FOR FURTHER INFORMATION CONTACT:
Leroy McKinney, Jr., Reports
Management Officer, QDAM,
Department of Housing and Urban
Development, 451 Seventh Street, SW.,
Washington, DC 20410; e-mail Leroy
McKinney, Jr. at
Leroy.McKinneyJr@hud.gov or telephone
(202) 402–5564. This is not a toll-free
number. Copies of available documents
submitted to OMB may be obtained
from Mr. McKinney.
SUPPLEMENTARY INFORMATION: This
notice informs the public that the
Department of Housing and Urban
Development has submitted to OMB a
request for approval of the Information
collection described below. This notice
is soliciting comments from members of
the public and affected agencies
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28813
concerning the proposed collection of
information to: (1) Evaluate whether the
proposed collection of information is
necessary for the proper performance of
the functions of the agency, including
whether the information will have
practical utility; (2) Evaluate the
accuracy of the agency’s estimate of the
burden of the proposed collection of
information; (3) Enhance the quality,
utility, and clarity of the information to
be collected; and (4) Minimize the
burden of the collection of information
on those who are to respond; including
through the use of appropriate
automated collection techniques or
other forms of information technology,
e.g., permitting electronic submission of
responses.
This notice also lists the following
information:
Title of Proposal: Capital Advance
Program Submission Requirements for
the Section 202 Supportive Housing for
the Elderly and the Section 811
Supportive Housing for Persons With
Disabilities.
OMB Approval Number: 2502–0470.
Form Numbers: HUD–: 92013; 92013–
Supp; 90169–CA, 91732–A–CA;
90169.A–CA; 92442–CA; 92442–A–CA;
2328; 92457; 51994; 2530; 92434–CA;
92435–CA; 2880; 935.2; 9832; 9839–A;
9839–B; 9839–C; 2453.1–CA; 90179–CA;
90172–A–CA; 90172–B–CA; 90167–CA;
92403–CA; 90164–CA; 92452–A; 92452–
A–CA; 92450–CA; 2554; 92466.1–CA;
92466–CA; 90163–CA; 90163.1–CA;
90165–CA; 92443–CA; 92403.1; 90177–
CA; 90170–CA; 92464; 92329; 90164–
CA; 92264; 90166–CA; 90166–A–CA;
92433–CA; 93566–CA; 93432–CA;
90178–CA; 92485; 92476–A; 92476–A–
CA; 92448; 92437; 93479; 93480; 93481;
92458; 90173–A–CA; 90173–B–CA;
90173–C–CA; 92330–A; 92330; 92331;
92580–CA; 90175–CA; 90171–CA;
90176–CA; 92466–CA; 93566–CA;
90175.1–CA; 93566.1–CA; 27054;
50080–CAH, SF–269; SF–1199; SF–LLL;
and FM–1006.
Description of the Need for the
Information and Its Proposed Use: This
collection facilitates the processing of
all Sections 202 and 811 capital advance
projects from firm commitment through
final closing. Second, it allows for the
collection of information under the
mixed-finance section of this program
so that those owners who wish to
partner with for-profit limited partners
can participate in the development and
management of supportive housing.
And lastly, it allows for the collection
of information to satisfy the reporting
requirements for owners who receive
predevelopment grant funds.
Frequency of Submission: On
occasion, Monthly.
E:\FR\FM\24MYN1.SGM
24MYN1
]]>Agencies
[Federal Register Volume 75, Number 99 (Monday, May 24, 2010)]
[Notices]
[Pages 28811-28813]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: 2010-12347]
-----------------------------------------------------------------------
DEPARTMENT OF HEALTH AND HUMAN SERVICES
Centers for Disease Control and Prevention
Statement of Organization, Functions, and Delegations of
Authority
Part C (Centers for Disease Control and Prevention) of the
Statement of Organization, Functions, and Delegations of Authority of
the Department of Health and Human Services (45 FR 67772-76, dated
October 14, 1980, and corrected at 45 FR 69296, October 20, 1980, as
amended most recently at 75 FR 2282 1-29, dated April 30, 2010) is
amended to establish the Human Capital Management Office, Office of the
Chief Operating Officer, Centers for Disease Control and Prevention.
Section C-B, Organization and Functions, is hereby amended as
follows:
After the mission statement for the Office of Health and Safety
(CAJP), insert the following:
Human Capital Management Office (CAJQ). (1) Develops goals and
objectives and provides leadership, policy formation, oversight, and
guidance in program human capital planning and development; (2) plans,
directs, and manages CDC-wide training programs; (3) develops, designs,
and implements a comprehensive strategic human resource leadership and
career management program for all occupational series throughout CDC;
(4) provides technical assistance in organizational development, career
management, employee development, and training; (5) maximizes economies
of scale through systematic planning
[[Page 28812]]
and evaluation of agency-wide training initiatives to assist CDC
employees in achieving required competencies; (6) assists in the
definition and analysis of training needs and develops and evaluates
instructional products designed to meet those needs; (7) works with
partners, internally and externally, to develop a strategic vision for
the public health workforce; (8) collaborates with CDC partners to
develop workforce goals for all of CDC/ATSDR; (9) provides guidance and
oversight to the Excellence in Learning Council to coordinate, inform,
and share strategic vision for all of CDC's Centers/Institute/Offices
(CIOs); (10) conducts internal succession planning, forecasting
services, and environmental scanning to ascertain both current and
future public health workforce needs; (11) provides leadership,
oversight, and guidance in the management and operations of programs;
(12) collaborates as appropriate, with the CDC Office of the Director
(OD), CIOs, domestic and international agencies and organizations and
provides a focus for short- and long-term planning within the Human
Capital Management Office (HCMO); (13) conducts organizational
assessments of CDC/ATSDR to determine compliance with agency guidance,
regulatory and statutory requirements of federal human capital programs
and initiatives; (14) conducts organizational studies of human capital
policies, initiative or procedures as directed by OPM, HHS, CDC or
other pertinent federal agencies; and (15) administers, develops policy
and provides oversight of agency individual learning accounts (ILAs)
and individual development plans (IDPs), performance management and
other human capital programs.
Office of the Director (CAJQ1). (1) Provides leadership and overall
direction for HCMO; (2) develops goals and objectives, and provides
leadership, policy formation, scientific oversight, and guidance in
program planning and development; (3) plans, coordinates, and develops
research plans for HCMO; (4) uses modeling and forecasting tools for
workforce planning and decision making; (5) coordinates all program
reviews; (6) reviews, prepares, coordinates, and develops proposed
legislation, Congressional testimony, and briefing materials; (7)
assists programs in establishing performance metrics and coordinates
quarterly reviews with programs to ascertain status on meeting of the
metrics; (8) coordinates budget formulation/negotiation related to
program initiatives and goals management; (9) identifies relevant
scanning/benchmarking on workforce and career development processes,
services and products; (10) provides leadership and guidance on new
developments and national trends for public health workforce; (11)
establishes policies governing major learning initiatives and new
learning activities, and works collaboratively within CDC and other
components in planning, developing and implementing policies related to
training initiatives, including but not limited to, ILAs, IDPs, and
loan repayment programs; (12) develops unified CDC-wide administrative
systems and advocates and supports the commitment of resources to
application development; (13) coordinates management information
systems and analyses of data for improved utilization of resources; and
(14) directs systems analysis and design, programming, and systems
training as it relates to implementation of new and existing
administrative, management, and executive information systems.
Planning and Policy Activity (CAJQ13). (1) Provides leadership,
guidance, and consulting services for CDC on strategic workforce
planning, performance management, and organizational development; (2)
directs improvement in human capital programs with the objectives of
increasing the operational effectiveness and efficiency of agency human
capital initiatives, mission, goals and objectives; (3) serves as a
bridge between human capital management and budgeting and financial
management by using human capital performance metrics and information
to support budget requests, and performance results for financial
accountability; (4) assesses the impact of human capital initiatives;
(5) promotes, supports, and advocates for strategic human capital
management concerns and initiatives; (6) assesses the effectiveness of
human capital policies and procedures focused on achieving
organizational outcomes and ensuring strategic alignment; (7) provides
policy and operational direction to workforce and career development
programs across CDC; (8) promotes, supports, and advocates for quality
education and training, workforce diversity, policy, and other
initiatives needed to develop and maintain a vital public health
workforce and a culture of excellence in learning; (9) provides a forum
for information exchange among the workforce and career development
officers, AHRC, CDC/OD, and other public health workforce development
stakeholders; (10) develops and implements administrative policies,
procedures, and operations, as appropriate for CDC/ATSDR, and prepares
special reports and studies for the CDC/OD; and (11) provides guidance
and oversight on the development of policies, procedures and processes
associated with agency awards.
Human Capital Planning Branch (CAJQB). (1) Participates with
management in program planning, policy determination, evaluations,
budget and decisions concerning the division; (2) works with AHRC,
Office of the Chief Operating Officer, CDC Excellence in Learning
Council, workforce and career development officers, and agency managers
to carry out human capital management planning and development
activities; (3) establishes, coordinates development and monitors
implementation of the human capital accountability system framework for
management of the human capital management plan; (4) ensures strategic
alignment with OPM's Human Capital Assessment and Accountability
Framework and HHS' associated procedures and deliverables; (5)
identifies mission-critical occupations and their associated
competencies to assess potential ``gaps'' in occupations and
competencies that are essential to CDC achieving its strategic goals;
(6) reports progress in meeting human capital management improvement
objectives associated with the President's Management Agenda and other
related government-wide human capital initiatives; (7) coordinates
implementation of a succession plan for key leadership and technical
positions with an emphasis on mission-critical occupations; (8)
develops an agency-wide strategic hiring plan that includes recruitment
and retention strategies to facilitate hiring members of under-
represented groups and those with the requisite professional/scientific
skills for closing occupational series and/or competency gaps in the
workforce; and (9) provides information on Commissioned Corps pay,
benefits, performance management, assignments, retirement, etc., to
members of the Corps and CDC management, and coordinates the
Commissioned Corps promotion and award programs.
Training and Career Development Branch (CAJQC). (1) Plans, directs,
implements, supports, and coordinates the activities of the branch; (2)
provides agency-wide leadership and guidance in all functional areas
related to training and career development; (3) participates with
management in program planning, policy determination, evaluations,
[[Page 28813]]
budget and decisions; (4) designs, develops, implements and evaluates a
comprehensive strategic human resource leadership and career training
and development program for all occupational series throughout CDC; (5)
develops and implements training strategies and activities that
contribute to the agency's mission, goals and objectives; (6) maintains
employee training records; (7) maximizes economies of scale through
systematic planning and evaluation of agency-wide training initiatives
to assist CDC employees in achieving required competencies; (8)
develops and validates occupational and functional competencies and
develops related training plans; (9) develops and administers intern
and professional development programs, the long-term training program,
and the mentoring program; (10) administers and monitors the Training
and Learning Management System for compliance with the Government
Employees Training Act; (11) conducts training needs assessment of CDC
employees nationwide and provides analysis and data to correlate
individual training with corporate strategic plans; (12) develops and
maintains assessment tools to identify core competency requirements for
each occupational series throughout the agency; (13) provides
consultation, guidance, and technical assistance to managers and
employees in organizational development, career management, employee
development, and training; (14) develops and delivers education and
training programs to meet the identified needs of the public health
workforce; (15) promotes, develops, and implements training needs
assessment methodology to establish priorities for training
interventions; (16) collaborates, as appropriate, with the CDC/OD,
other CIOs, HHS, OPM and other domestic and international agencies and
organizations; and (17) develops and implements policies related to
employee training.
Dated: May 12, 2010.
William P. Nichols,
Chief Operating Officer, Centers for Disease Control and Prevention.
[FR Doc. 2010-12347 Filed 5-21-10; 8:45 am]
BILLING CODE 4163-18-M
